Overview of the deal

Overview of the deal

As a result of our negotiations with Scottish government and NHS employers, we have come up with a framework agreement to put to you, as members. The framework includes a three year pay deal and changes to the pay structure to make it better and fairer.

Meaningful increases for top-of-band staff who already benefit from the full rate for the job – for most this would be worth 9% over the three years.

Increases for staff below top of band through simplifying bands so most staff reach the full rate for the job more quickly – with the combination of reform and incremental progression worth between 9% and 27.7% over the three years

Removal of band overlaps, to lessen the risk of equal pay challenges

Improvements to starting salaries to help NHS Scotland attract and retain new staff.

The Scottish Government has committed to ensuring staff receive the 3% increase for year one of the deal (2018/19) in July pay packets and in advance of the consultation as a gesture of good will.

A closer look

A key aim of this proposed agreement is to make the whole pay system fairer and better for current and future NHS Scotland staff. The changes relate to pay band design – the process for allocating roles to bands will continue to be through the current NHS job evaluation scheme.

The changes within this proposed agreement can't be made in one hit, they need to be spread out over a full three year period. With some of the changes not being completed until year four. Some people do better than others in individual years, but we have made sure that everyone would gain overall. The most important figure for you to look at is your total gain at the end of the three years.

The proposals we have negotiated would provide a mixture of annual pay awards, incremental progression and improvements to the pay structure. All staff would get a meaningful annual pay award, which over the three years will result in a 9% increase.

For staff in bands 2-9 who are below the top of their band

The proposal would also mean:

Improving starting salaries in each pay band by removing overlaps between bands. This would start in year one and be finished in year three.

Deleting points in the mid-range of each band in years two and three of the deal.

In each year staff who are due to move up to a point that will be deleted would automatically go to the point above. The combination of these changes would mean increases ranging between 9.7% and 27.7% over the three years as we help more people reach the rate for the job more quickly.

During the transition period, annual incremental progression will continue, however, this will be under the terms of the proposals – please refer to the individual pay journeys for the three-year transition period set out in Annex D of the framework agreement (PDF).

For staff at the top of bands 2-8c

This would amount to a total increase on basic pay of 9% over three years

For staff at the top of bands 8d and 9

This would mean an increase of 5.7% at the top of band 8d and 4.7% for the top of band 9 over the three years. Which is a rise of £1600 each year of the proposals.

For staff currently in band 1

This would mean that from April 2018 the minimum basic rate in the NHS in Scotland would be £17,460 – equivalent to £8.92ph – which exceeds the living wage. It should be noted that in NHS Scotland band 1 is currently closed and only certain staff by agreement have remained on band.

Other Areas of Reform

The NHS trade unions have been in detailed negotiations with NHS employers and the Scottish government to get an agreed pay deal. During those negotiations we have agreed to further discussions on four areas of reform.

policy on the management of sickness absence

organisational change and protection of earnings

utilisation and application of TOIL

appraisal and incremental progression.

There are no other areas of reform or changes to terms and conditions as part of these proposals.

What happens next?

Every union will be consulting to their members about this offer to see what they think – find out more by speaking to your rep or visiting your union’s website.